Let’s talk about probationary periods. You know, that arbitrary timeframe companies slap onto new hires to “evaluate” them before fully committing. As if the months of recruiting, interviewing, and vetting weren’t enough. Because clearly, after all that, we’re still not sure about them? Yet, we are immediately expecting their commitment and loyalty.
Seriously, if you’re hiring people you don’t trust from day one, what does that say about your hiring process? Either you don’t know how to hire, or you’re hedging your bets like a gambler at a Vegas roulette table. And let’s be real, neither of those are a good look.
Probation = We Don’t Fully Trust You
Nothing says, “welcome to the team” quite like, “Hey, you’re on probation, so don’t screw up!” That’s the message companies send, whether they realize it or not. Instead of empowering new employees and setting them up for success, probationary periods create an immediate sense of insecurity and maybe even paranoia in today’s world.
And let’s talk about that word: probation. The only other people in society on probation are criminals. Think about that for a second. We’re lumping new hires—talented, eager responsible adults—into the same category as individuals who have literally broken the law. What kind of message is that? You’re telling new employees from the get-go that they are not trusted, that they must “prove” their worth, and that they can be easily discarded. That’s a ridiculous way to build loyalty, commitment, and high performance.
It’s a Cop-Out for Leaders
Probationary periods give managers an easy out. Instead of actively coaching, guiding, and integrating new employees, leaders can just sit back and think, “Well, let’s see if they make it through probation.” That’s not leadership. That’s avoidance.
A leader’s job is to develop people, not wait for them to magically prove their worth. If a new employee is struggling, the right response is mentorship—not crossing your arms and waiting to see if they “sink or swim” because you can use the probationary period as an easy out.
It Undermines Culture and Performance
You can’t build a high-performing culture when people feel like they’re on shaky ground from day one. The best companies create an environment where employees feel valued, supported, and confident in their contributions. Probationary periods achieve the exact opposite—they breed hesitation, risk aversion, and a reluctance to take initiative.
Want innovation? Want accountability? Want high performance? Then start by treating people like trusted adults from the moment they walk through the door. It’s not that hard.
Real-World Consequences
At HPWP Group (High Performance Work Place), we’ve been advocating for the elimination of probationary periods for 30 years. But now, there are real world consequences.
Look no further than recent headlines to see the damage probationary periods can inflict. The Trump administration, in a misguided attempt to “streamline” government operations, has been on a firing spree, targeting probationary employees across various federal agencies. Thousands of dedicated workers have been shown the door, often without legitimate cause, simply because their probationary status makes them easy targets.
At the National Park Service, for instance, nearly 2,000 job offers for seasonal workers were rescinded, and many recently hired probationary employees were terminated. This has led to severe understaffing, threatening the maintenance and operation of our cherished national parks.
These aren’t just statistics; they’re real people whose livelihoods have been upended. The misuse of probationary periods as a tool for indiscriminate layoffs not only devastates employees but also cripples the very institutions they’re meant to serve.
Stop the Nonsense
Here’s a radical idea: If you don’t trust someone enough to hire them outright, don’t hire them. But if you do hire them, treat them like a full-fledged, capable member of your team—because that’s exactly what they are. Ditch the probationary periods and start leading like you mean it.
Rant over.
